William Champlin

Hiring has quietly shifted in the last few months. Across the Greater Philadelphia market, we’re seeing the same pattern with accounting & finance roles: ✔️ Companies want highly specific experience ✔️ Candidates want flexibility and upward mobility ✔️ Processes are moving slower than the market The result? Good candidates are off the market in 10–14 days, while some hiring processes stretch past a month. The companies that are winning talent? Here are a few things they are doing differently: ✅ Tight interview processes (2–3 steps MAX) ✅ Clear compensation details up front ✅ Selling the role, not just evaluating the candidate The market hasn’t swung fully to employers or candidates. It’s just efficient! If your search has been open for 45+ days, it’s usually not a talent problem. It’s a strategy problem.

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📊  Connecticut market, the 2026 LHH Salary Guide is out! If you're hiring, job hunting, or just want to stay sharp on market trends, this guide is a great resource. It includes Connecticut-specific salary data, plus insights on benefits, flexibility, and what’s shaping the workforce in the year ahead. Whether you're in finance, tech, manufacturing, or nonprofit, this guide helps you stay competitive and informed. Let me know if you’d like to chat about how this data can support your hiring strategy or career planning. #ConnecticutJobs #SalaryGuide2026 #LHH #HiringInsights #CareerGrowth

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A lot of companies try to run hiring searches entirely on their own. And sometimes that works. But where external recruiters add the most value is 🔓 access and 🏃‍♂️‍➡️ speed. Most strong accounting & finance professionals in the Philadelphia market aren’t actively applying to jobs. They’re employed, performing well, and only open to the right opportunity if someone reaches out. 📨 That’s where a recruiter comes in. 🙋‍♂️ A good recruiter is constantly in the market, speaking with candidates, tracking compensation trends, and knowing who may be open to a move before a role even exists. 🤳 When a new search opens, the process doesn’t start from scratch. It starts with an existing network 🌐 The result is usually: ✅ Faster candidate pipelines ✅ Higher-quality, pre-qualified candidates ✅ Better insight into what the market will actually support Recruiters don’t replace internal hiring efforts. But when a role is critical or time-sensitive, they can dramatically compress the timeline to finding the right person. 📅 Do you have a priority hire on your accounting or finance team? If so, let's talk! 📞

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🧠 When choosing tech for your staffing firm, don’t just ask the usual questions. ❓ “What problem does this solve?” 🔌 "Does it integrate with XYZ system?" 🚀 "What does onboarding look like?" 🗂️ "Where is data stored?" 🤝 "What does support look like post go-live?" ...etc etc. All great questions ✅ But the one I love getting asked the most is: 🧠 "How do you guys decide what features to build next – can clients influence that?" Why do I love it? Because it tells me the prospect is thinking: “Will this partner evolve with us?” 💭 Too many staffing businesses get stuck with vendors who solve yesterday’s problems but can’t keep up with tomorrow’s pace. ⚡⛔ Here’s the reality: ✅ The market is shifting ✅ Candidate behavior is changing ✅ Client expectations are rising ✅ AI is rewriting the rulebook You need more than a one-and-done tool. You need a product partner who: 🔁 Ships updates fast 📣 Listens to feedback 🚀 Innovates 🤝 Aligns with your long-term goals At Tenzo AI, we’re building WITH our clients - not just for them. Staffing tech shouldn’t be static, and our roadmap is as dynamic as our Agents calls. If you haven't seen the Tenzo platform yet, let's chat! #AIinStaffing #FutureOfWork #VendorSelection #RecruitmentAutomation

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📊 Connecticut Hiring Trends – What We're Seeing in May 2025 As someone involved in the staffing space here in Connecticut, I wanted to share a quick snapshot of the trends we’re watching closely this spring: ✅ Job Growth vs. Talent Gaps: With 73,000+ open jobs and low unemployment (3.0%), companies are competing hard for skilled talent. 🏥 Healthcare is hurting: Workforce shortages continue to strain hospitals and providers — we’re seeing rising demand for nurses, allied health, and support staff. 🏭 Manufacturing is hiring: CNC machinists, robotics techs, and QA roles are hot, but many employers are struggling to find qualified candidates. 🧠 Skills-based hiring is accelerating: More companies are rethinking degree requirements and focusing on technical competencies and soft skills. 🤖 AI is changing the game: From recruitment automation to analytics, hiring is becoming faster and more data-driven. 💡 Retention is the new recruitment: Flexible schedules, wellness initiatives, and mental health support are no longer perks — they’re expected. At Randstad, we’re working daily with employers across CT to help them adapt to these shifts — whether it’s building a more agile workforce or rethinking how they hire. If you’re navigating similar challenges, let’s connect. #Staffing #ConnecticutJobs #WorkforceTrends #Hiring2025 #RecruitmentStrategy #CTWorkforce #SkillsGap

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The U.S. staffing industry is a $200+ billion market - but staying ahead requires adaptability, strategy, and the right technology. In this guide, we break down key growth principles for staffing agencies, including: ✅ Leveraging new technology ✅ Strengthening client & candidate relationships ✅ Using data-driven decision-making ✅ Embracing remote staffing models ✅ Investing smartly during downturns As an Employer of Record (EOR), Ascen helps staffing agencies streamline operations, ensure compliance, and scale efficiently. Swipe our PDF and unlock strategies for long-term success. If you want to learn more about this topic, check out the full blog on our website: https://lnkd.in/emJDB-sw #StaffingIndustry #Recruitment #ContractStaffing

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Your recruiter from that “large” staffing agency is BURNT OUT! Why? Here are their weekly goals: 📞 200 outbound cold sales calls 👥 25 new accounts on their target list 📤 10 interviews ✍️ 2 new client signings …and the list goes on. But here’s the real question: what about filling the open positions with their current clients? Lately, I’ve had a wave of conversations with recruiters from these big firms—and there’s a consistent theme: the KPIs are out of control. Instead of focusing on matching the right candidates to the right companies, they’re laser-focused on hitting activity metrics. I’ve been there. I started at a global staffing firm and learned a lot. But at the end of the day, the KPIs mean nothing to your client. It’s all about the placement—and that takes focus, care, and partnership. To the hiring managers in my network: Next time you speak with a recruiter, ask them how they measure success each week. If they’re honest, the answer might surprise you. My advice? ✅ Choose a small agency or solo recruiter. ✅ We focus on quality over quantity. ✅ We serve as a true extension of your business, not just another vendor chasing numbers. There’s a better way to do staffing—and it starts with putting people before metrics. Message me and Ill be happy to help you find the right staffing partner to get your open roles filled FAST! #staffing #recruiting #hiring #talentacquisition #smallbusiness #recruiterlife #partnerships #qualityoverquantity

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Why first year guarantees for sales reps in material handling are important 3 months of training and onboarding 3 months to map out your G2M approach and learn your territory 3 to 6 month sales cycles 3 to 6 month lead times Congrats your 12 to 15 months in and just got your first big boy pay check. If your interviewing, be sure to ask questions to learn the ramp up period. Every dealer, integrator, and organization is different. If you’re a hiring org and not having this conversation, you competitors are. Learn how to sell it to serve you - not work against you.

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Here are some staffing and recruitment firms in Delaware you can contact as part of your employer outreach or job referrals: Local & Regional Staffing Agencies (Delaware) 🔹 Aerotek – Large national staffing firm with local Delaware presence, specializing in temporary, contract, and direct-hire talent across multiple industries. 🔹 Adecco Staffing – Global staffing agency offering temporary, temp-to-hire, and permanent placement in administrative, industrial, and professional roles. 🔹 J & J Staffing Resources – Trusted employment agency serving Newark and surrounding areas with staffing solutions. 🔹 New Level Staffing – Wilmington-based staffing partner focused on connecting local talent with employers. 🔹 Gohanna Staffing Solutions – Healthcare and allied staffing specialist serving Delaware and Pennsylvania. 📍 Other Reputable Staffing Firms Serving Delaware Bernard Personnel Consultants – Delaware’s oldest staffing agency offering temporary and permanent placement services. 🔹 Delmarva Temporary Staffing, Inc. – Established staffing partner providing workforce solutions in healthcare, manufacturing, administration, and more. 🔹 Robert Half (Wilmington, DE) – National staffing and recruiting firm specializing in finance, technology, administrative, legal, and marketing roles. Insight Global – Large staffing and professional services firm serving Dover and the entire Delaware region. 🔹 Randstad USA (Delaware) – Global staffing agency with local expertise in administrative, industrial, professional, and technical placements. 🔹 Ready 4 Work – Delaware employment agency assisting with recruiting and candidate matching. 💡 Tips when contacting staffing firms: Provide a clear description of roles you’re interested in. Ask if they offer direct hire, temp-to-perm, or contract staffing options. Mention if you are a Guard member, veteran, or spouse of one — many agencies support veteran hiring initiatives. Aerotek 🌐 https://www.aerotek.com Adecco Staffing 🌐 https://www.adecco.com J & J Staffing Resources 🌐 https://lnkd.in/ebDfkvfK New Level Staffing 🌐 https://lnkd.in/eK4WiGXW Gohanna Staffing Solutions 🌐 https://lnkd.in/eGnvS6_R Bernard Personnel Consultants 🌐 https://lnkd.in/edmAX3Zr Delmarva Temporary Staffing, Inc. 🌐 https://lnkd.in/eA3TSPFy Robert Half (Wilmington, DE) 🌐 https://lnkd.in/eWXRu48h Insight Global 🌐 https://lnkd.in/eatDCteH Randstad USA (Delaware) 🌐 https://lnkd.in/eTbBZ8N5 Ready 4 Work 🌐 https://lnkd.in/e_WwwArn

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Your AE vacancy is costing real money. Here’s the math and the fix... Problem: Open territories drift for months because “our job post isn't getting us the type of candidate we need.” Meanwhile revenue leaks. Solution: Put a dollar sign on the delay and run a two-track plan. A one million dollar open territory is costing you, at a minimum, $83,333 per month. Cost of vacancy → Weekly burn = (Quarterly target × gross margin ÷ 13) × expected coverage hit from vacancy. → Add lost renewal risk and slower expansions from single-threaded accounts. Two tracks in parallel → Coverage now: redistribute top 50 accounts, schedule 2 joint calls per week with SEs or PMs, protect renewals. → Hire fast: lock scorecard, compress interviews to 10-14 days, pre-approve comp bands, pre-load offers, put your best and final offer out first, don't mess around. Decision rule → If burn > search fee by Week 3, you are saving pennies to burn dollars. Want the worksheet layout for your CFO? Comment BURN and I'll send it over

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Staffing firms say they want to fill roles faster and get more out of every dollar they spend on job ads. But here’s what I see all the time: They’re using the wrong tools—or sometimes no real tools at all. The result? Jobs sit unfilled for weeks. Teams waste hours re-posting ads or digging through old spreadsheets. Ad budgets get eaten up with little to show for it. I’ve watched this play out: Some agencies keep throwing money at job boards, hoping something lands. Meanwhile, teams engin are closing roles before everyone else even has their shortlist ready. engin makes the whole process smoother: - Every job gets seen by the right people - Every ad dollar gets tracked and optimized - The guesswork disappears Faster time-to-fill. Less wasted spend. More happy clients. Staffing is hard enough. Why fight with one hand tied behind your back? If you’re tired of slow, clunky hiring, you’re not alone. How are you speeding things up these days?

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Still paying high fees to agencies that don’t guarantee results? Fractional recruiting gives you flexibility, cost control, and better hires—without locking you into long-term contracts. If you're hiring this quarter, you need to read this breakdown before spending another dollar on the old model. 👉 Read the blog: https://hubs.li/Q03lB3vP0 #recruiting #talentacquisition #fractionalrecruiting #hrstrategy #costperhire #staffing #hiring

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25% - 1 in 4 candidate profiles - could be fake by 2028. 🤯 🚩🚩🚩 That’s the latest estimate from Gartner, cited in the new Staffing Industry Analysts Staffing Trends report. Candidate fraud is no longer just "stretching the truth" on a resume—it’s now: - Deepfake interviews - Al-generated applications - Identity spoofing for remote roles As AI makes it easier to commit fraud, you need AI that is smarter at detecting it. SIA notes that "Agentic AI" and sophisticated voice bots can be the new standard for verification. This is why our AI recruiter is built for identity verification. We don’t just screen for skills; we ensure the person on the other end is who they say they are. In 2026, "trust" is going to be your most valuable product. Is your tech stack protecting it? #WatchOutForRedFlags #DontCatfishMe #CyberSecurity #RecruitWithAI #RecruitmentTech #StaffingTrends #MakePlacementsNotMistakes

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Hiring a dedicated recruiting team for your business’s white-collar roles isn’t just a convenience — it’s a strategic advantage. Use our 25 years of experience and gain... 1. Access to Top Talent Recruiting teams have deep networks and access to both active and passive candidates. For competitive roles in finance, operations, marketing, and executive leadership, this expanded reach can mean the difference between filling a role and finding the right person for it. 2. Faster, More Efficient Hiring Time is money. A recruiting team streamlines sourcing, screening, and interviewing, reducing time-to-hire and minimizing productivity gaps. They manage the heavy lifting so your leadership team can stay focused on core business priorities. 3. Higher-Quality Candidates Professional recruiters are skilled at evaluating not just resumes, but cultural fit, long-term potential, and technical capability. This leads to stronger hires who stay longer and perform better. 4. Reduced Hiring Risk A bad hire in a white-collar position can be costly. Recruiters use structured vetting processes, reference checks, and market insights to lower that risk and improve retention outcomes. 5. Market Insight & Employer Branding Recruiting teams understand compensation trends, candidate expectations, and competitive positioning. They help shape compelling offers and strengthen your employer brand in the talent marketplace. In today’s competitive hiring environment, investing in a recruiting team isn’t an expense — it’s a growth strategy. Let Professional Staffing Careers help build your winning team! ~Rachel Norris ~931.248.3082 ~rachel.norris@hrssgroups.com https://lnkd.in/eNx4J9jU Jill Vincent, CSP Tony Corley Lisa Alfieri, CSP #accounting #professionals #salaried #law #engineers #IT #recruitingsuccess #25yearsexperience #CEO #CFO #projectmanager #humanresources #clerical #administration #businessoffice #hiringthebest #winningteam #PSC #professionalstaffing #talentacquisition

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Common Concerns About Staffing Agencies 🔹 Employers Ask: Is it expensive? → You save on time, turnover, and HR costs. Are candidates quality? → Reputable agencies pre-screen for skills & fit. Will temps be reliable? → Many become top performers. What if it doesn’t work out? → Most agencies offer replacement guarantees. 🔹 Job Seekers Ask: Do I have to pay? → No, agencies are free for job seekers. Only temp jobs? → Agencies offer temp, contract, & permanent roles. Will it hurt my career? → It can actually open doors and lead to full-time offers. #Staffing #Recruitment #JobSearch #HRTips #HiringHelp

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A lot of SMBs think better hiring means building a bigger HR team, when often what’s really missing is focus and a clear recruiting method.

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